There are currently 120,000 troops serving our country in Operation Enduring Freedom overseas in Iraq.  Many of the troops are members of the National Guard and Reserve forces, men and women whose careers are not in the military, but rather deeply rooted in civilian life.  After their call to duty, these individuals return home to their everyday lives…lives that are radically different from the ones led as military personnel in Iraq. 

How can employees help returning reservists with the transition?

According to Don Teague, author of the MSNBC.com article, Coping with the Stress of War, there are currently 8,000 Iraq War veterans receiving counseling through the Veteran’s Administration.  Many are suffering from Post Traumatic Stress Disorder (PTSD), which can be caused by witnessing heavy military combat.  According to the article, PTSD affects troops returning from Iraq at twice the rate as those who served in Afghanistan. 

Employers should be aware of the signs of PTSD.  If employers recognize any of the symptoms, the employee should be encouraged to speak with an Employee Assistance Program (EAP) counselor or mental health professional as soon as possible.

According to the American Psychiatric Association, symptoms include:

q     Intrusion – Vivid memories or “flashbacks” occur unexpectedly, accompanied by painful emotions.  The experience can be extremely realistic, making the individual feel as if they are reliving the trauma. 

q     Avoidance – Diminished emotions, “numbness,” and a distancing from family, coworkers and friends.  The individual can complete only routine, mechanical activities.  Depression may occur due to the inability to resolve painful feelings.

q     Hyperarousal – Feeling constantly threatened by the trauma that caused his/her illness, resulting in emotional outbursts, difficulty concentrating, and excessive irritability.    

Along with possible PTSD, employees returning from the war may be trying to work through many difficult emotions.   “There are many factors to consider here.  First, the environment in war is 180 degrees different from the environment in the workplace.  You’re going from a situation where you are dealing with possible life-or-death situations on a minute-to-minute basis to answering e-mails, responding to voice mails, attending meetings, and other tasks that are mundane in comparison.  All of this is to say…expect an adjustment period,” says Dr. Ken Siegel, workplace psychologist and CEO, Impact Group in the HR.com article, American Workplace Should Begin Preparing for Returning Soldiers. 

Dr. Siegel also suggests spending one-on-one time with returning employees catch them up with what they missed while they were away.  Use this time to listen and make them feel that they are welcomed back. 

Is your company military compliant?

When troops return to work, it is vital that your organization follow the compliance guidelines set by the Uniformed Services Employment and Reemployment Right Act (USERRA), the FMLA and the ADA.  The Veterans’ Employment and Training Service has also posted informal guidance on the Web, click here for more information.

According to these guidelines, and as stated in the HR.com article Employers Challenged by “Second Bermuda Triangle of Leave,” employers must reemploy individuals who take leave for 90 days or less of uniformed service in a position they would have attained had they been continuously employed, provided they are qualified.  If the employee is not qualified for that position, the employer is obligated to return him or her to the position held prior to uniformed service, or the closest approximation to that job.  Reemployment rights are similar for employees who serve more than 90 days on active military duty.

“Some employers choose to compensate their employees who are on leave for uniformed service by paying them the difference between what the employees get from the service and their regular salaries.  Other employers may pay their employees their full salaries for limited periods, but this depends entirely on the generosity of the employers’ policies” said Peter Susser, an employment lawyer with the Washington DC, law office of Littler Mendelson. 

According to the USERRA, employers cannot force employees to use vacation for military training and must allow employees to use any vacation they had accumulated before their service began.  It is important to keep in mind, that although reservists were away, it certainly was not a vacation.  “While your goal is to keep your returning employee and your own productivity very high, now is a good time to relate to the returning soldier as a fellow human being.  Acting like they were off in Disney World versus in a highly stressful situation is a bad idea,” said Dr. Siegel.  

The Internet is a wonderful resource for returning veterans and employers alike.  The ESGR (Employers Support of the Guard and the Reserve) has a highly informative website for both employees and employers.  The site offers guidelines, HR policies, law information, and various helpful links.